Improving School-to-Work Transitions: Antecedents of High-Quality Intern-Supervisor Exchanges.

Using a Canadian sample of 146 interns surveyed on three occasions (i.e., before, during, and after their internship experiences), we investigated university students' skills and intentions as critical factors contributing to high-quality intern-supervisor exchanges.

Dimensionality and consequences of employee commitment to supervisors: a two-study examination.

Research on the 3-component model of organizational commitment--affective, normative, and continuance--has suggested that continuance commitment comprises 2 subcomponents, perceived lack of alternatives and sacrifice (e.g., S.

Role of commitment to the supervisor, leader-member exchange, and supervisor-based self-esteem in employee-supervisor conflicts.

Using survey data from 240 employees working in a variety of organizations, the authors examined the relations among commitment to the supervisor, leader-member exchange, supervisor-based self-esteem (SBSE), and relationship and substantive supervisor-subordinate conflicts. They found affective commitment was negatively related to both types of conflicts; perceived lack of alternatives commitment was positively related to relationship conflicts; and leader-member exchange was negatively related to substantive conflicts. SBSE was negatively associated with both types of conflicts.